Job analysis methods and applications

Running Head: Exercise 5.1 Hiring a Social Media Director 1

Exercise 5.1 Hiring a Social Media Director 4

Exercise 5.1 Hiring a Social Media Director

Name

Institutional Affiliation

Date of Submission

1. Before hiring a social media director, a job analysis should be conducted. What job analysis method or methods should would you recommend to identify the most important KSAOCs for the position?

Choosing a suitable job analysis method depends on the structure of the company, the hierarchical levels, nature and accountabilities and the responsibilities involved in it. Before choosing for a suitable job analysis method all the advantages and disadvantages should be examined because the information collected by this process serves great deal and assists the companies to cope with current market trends. Some of the methods used to analyze the job includes;

Observation Method

The job analysts observe the worker and records all the performed and non-fulfilled task, methods and the skills used by the employee to perform different duties and his or her passionate ability to tackle problems and risks. Most people have various ways of observing things. Many individuals think different and understand the findings in various ways. So, the process may involve individual likes and dislikes and may not produce true outcomes. This method also involves two techniques; the direct observation which includes direct observation and analyzing of the behavior of the worker in various situations. The second is work method analysis which includes the study of time (Brannick, Levine, & Morgeson, 2007).

Interview Method

In this method, the worker is interviewed so that he can come up with his working techniques, the challenges faced by them and the use of various skills and methods while carrying out their job. This method enables the interviewer to know what the employee thinks about the job and duties involved in it. This comprises analysis of job by the worker himself. For honest and correct feedback, the questions that are asked during the interviews should be wisely decided.

2. Please identify the competencies required for the Position

The candidate to be hired should be creative. Since a big part of social media involves visuals, having the skill for creativity is helpful. This means being a good photographer or a graphic designer. The position also requires somebody who is organized and efficient. A good social director needs to goal-oriented to finish all the items on the checklist.

References

Brannick, M. T., Levine, E. L., & Morgeson, F. P. (2007). Job and work analysis: Methods, research, and applications for human resource management. Sage.

Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach, 4th Edition by Joan E. Pynes